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组织和专业人力资源管理目前面临一个新的道德挑战，应为我们当今社会人们的交流方式发生了很大变化。专业人力资源管理人员如今在一个新环境下工作，环境中充满创新性挑战，他们需要在全球环境下与组织共同探讨合作和培养团队的问题。社交网络就存在于这个环节。事实上，他们不断地在成长变化。当人力资源管理专员道德的运用社交网络解决问题时，企业就获得了一个竞争优势。究竟是社交网络的“道德性”成分还是人力资源管理专员“怎样”运用社交网络的，使得组织能够与众不同呢？人力资源管理实践的关键部分就是需要衡量解决道德问题，这其中包括：招聘、培训、多样性和全球化。记住人力资源管理的这些方面要求，我们可以仔细分析这些方面遇到的问题，并且可以对道德挑战提出相应解决方案。

Organizations and human resource professionals are presented with new ethical challenges because the way people communicate in our new society. Human resources professionals now work in a new social context full of innovative ways to communicate with organizations that value collaboration and foster teams in a global environment. Social networks are here to stay. In fact, they continue to grow and diversify. Businesses gain a competitive edge when human resource professionals use social networking ethically. Simply using social networks in human resource processes is not enough to create the competitive edge most businesses crave. It is the 'ethical' component of social networking or 'how' human resource professionals use social networking that sets organizations apart. Four critical parts of the human resource practice need to be evaluated to address ethical concerns, including: recruitment, training, diversity, and globalization. With these aspects of human resources in mind we can dissect each in turn and provide solutions to the ethical challenges that human resource professionals face in these areas.

Recruitment is one way social networking can be used by human resource professionals. Recruiters can find and connect with candidates in an almost instantly. But does social networking come with a price? Recruiters face ethical challenges when using social media. One of the ethical challenges faced by many recruiters using social networking is posed when invalid information is obtained in the recruitment process. Profiles may even have a picture of someone else. Because users of profile accounts can post almost any information about themselves, recruiters are often presented with information that could be false. This information puts recruiters in a position of acquiring information they never wanted in the first place. Fishman and Morris (2010) have said 'The recruiter does not want access to information that might cast doubt on the legality of their hiring decisions' (p. 4). Even though the recruiter knows the information gathered via social networking might not be valid, can they stop their own biases from affecting the recruitment process? While the world of social media is constantly changing, the information in someone's profile may not be. For example, an employee moves from China (where he or she used Hi5) to London (where LinkedIn is the norm), but they never deleted their Hi5 profile. Therefore, when a recruiter finds the potential candidate's Hi5 profile the recruiter is accessing invalid or stagnant information. Fishman and Morris pose the question: 'Should recruiters be eliminating candidates based on information they cannot prove is accurate and which the candidate has no opportunity to refute?' (p. 3). By using invalid information in the selection process you devalue the purpose of selection. Noe, Hollenbeck, Gerhart, and Wright (2010) define utility as 'the degree to which the information provided by selection methods enhances the effectiveness of selecting personnel in real organizations' (p. 241). How will ethical social networking 本论文由英语论文网提供整理，提供论文代写，英语论文代写，代写论文，代写英语论文，代写留学生论文，代写英文论文，留学生论文代写相关核心关键词搜索。